Most business understand that they need some sort of plan to achieve their strategic intentions but often a plan is created at an executive level and these leaders feel confident that everyone understands the plan. Often without any operational plans and or team action plans that are aligned to the strategic objectives.
One of the biggest challenges that we find is leaders often struggle with getting the high-level plan broken down in to the various business units and motivate their teams for success.
When it comes to implementation at different levels of the organisation there needs to be a clear alignment between each department’s operational plan to the organisation’s overall strategic objectives.
Part of the alignment process is to ensure that all leaders and teams understand how their role and their teams’ efforts match up to achieving the organisation’s strategic objectives. Leaders that do this well and also communicate it down to their teams have highly effective and engaged frontline leaders and teams.
Firstly, each respective department needs its own operational plan, i.e. what they need to achieve as a group to contribute to the overall organisation objective.
Below is a three tiered planning model to ensure you are following the right process to aligning each department to the overall strategic objective and making it meaningful.
- Strategic Plan – Does your team / department understand the overall strategic plan and how they contribute to the overall strategic objective of the business.
- Operational Plan – This must be aligned to strategic objectives, includes performance measures and key tasks.
- Team/Individual Action Plans – Finally what does the team/individual have to do every day to ensure the operational plan is realised.
Consider this scenario – the organisation has set one of their strategic objectives to increase profit by 15% for the new financial year. So how do you as a leader align your team’s objectives to achieve the overall strategic objective but also empower everyone to be motivated and genuinely committed to the results.
Using the below example, one of the sales departments objectives is to increase order intake by 20% compared to the same period last year.
As you implement your strategic plan you should also consider, do your employees live the Values and culture of the organisation? Do they have a clear understanding of the organisation’s purpose and strategic direction?
Your organisations purpose, strategic direction, values and culture make up the foundational support of all plans which in a sense sandwiches the process together. The organisations values and behaviours are the lifeblood of the organisation and its important to ensure that they are not just simply words on a wall that the CEO verbalises from time to time. They need to be explained and put in the context as to how employees and teams can put them into practice day to day. Below is a model that showcases the importance of values as a foundation and purpose as shelter, without these elements all the planning in the world will fall short of expectation.
Are you following a clear and concise process to align your team’s efforts to the organisational direction and strategic objectives?
Want more information on strategic planning, operational planning and team action plans? Get in touch by calling or emailing us.